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DocuBuilder™ - Automate your handbooks & contracts
Ibec DocuBuilder™ is now live for all members. IbecDocuBuilder™ is an online solution for creating employment contracts and company handbooks.
Overview
one workers are those who work by themselves without close or direct supervision. Anybody who works alone, including contractors, self-employed people and employee, is classed as a lone worker. Lone workers include: people in fixed establishments where only one person works on the premises, e.g. in small workshops, kiosks, petrol stations, shops and home-workers people work separately from others, e.g. in factories, warehouses, some research and training establishments, leisure centres or fairgrounds people who work outside normal hours, e.g. cleaners, security, special production, maintenance or repair staff, etc. people who work working away from their fixed base, e.g. on construction, plant installation, maintenance and cleaning work, electrical repairs, lift repairs, painting and decorating, vehicle recovery, etc. agricultural and forestry workers service workers, e.g. rent collectors, postal staff, social workers, home helps, district nurses, pest control workers, drivers, engineers, architects, estate agents, sales representatives and similar professionals visiting domestic and commercial premises. “An employer has the same responsibility for the safety and health of employees who work from home as for any other employees. This covers the provision of supervision, education and training and the implementation of sufficient control measures to protect the homeworker. The employer should accept liability for accident or injury of a homeworker as for any other employee.” - HSA Website Under Part 1, S.2 (3) of the 2007 regulations, lone workers are classified as a sensitive risk group which includes those working at home. Whilst the risks of lone working for employees carrying out office work are far lower than other roles such as security or retail, employers still need to consider what the potential hazards could be in relation to remote working. The isolation experienced when lone working can potentially impact an employee’s wellbeing. This is relevant to the lone working risk assessment as it may be a potential hazard to the employee’s health and wellbeing, often referred to as a psycho-social hazard. Employers’ responsibilities Employers’ considerations should include: Whether appropriate risk assessment is conducted in relation to the potential hazards for employees working alone or in remote locations, either onsite or at home. Whether the employee has adequate first aid provisions whilst working remotely. Who they should contact in the workplace if there is a work-related accident or emergency that could impact their health. What emergency procedures are in place in the case of a fire, a violent incident or some other emergency for employees working in a co-working space or on a client site. Are communication tools between the employer and employee being used for a health and safety purpose and not just an employer relations purpose? It is important that employers check in regularly with employees not just on their work but also to assess their wellbeing. It may be prudent to check with the employee whether they have a smoke detector in the home as well as any other equipment that they have in place in the event of a fire or a first aid kit in the event of a minor injury. Employee’s responsibilities Equally, it is important to ensure that those working remotely are also aware of their responsibilities in relation to lone working and maintaining their health and wellbeing whilst in work. Employers should regularly remind remote workers of their own safety responsibilities in line with Section 13 of the 2005 Act which in summary are: Be responsible and look after their own safety and health in the workplace wherever that is located. Safeguard the safety and health of other people who could be affected by their work, for instance working on client sites and following their safety and health procedures. Use the work equipment properly and in line with the training they received. Not misuse any equipment they have been provided for their safety and health. Report all accidents, injuries, near-misses or other dangerous occurrences that arise whilst in the course of work. Report any work-related stress issues.
Traveller and Roma community training initiative for employers
The Irish Traveller Movement together with Business in the Community are hosting a free online Traveller Cultural Awareness Training Session (TCAT) for employers on Monday, 30 September from 11.00am – 1.00pm.
EHS and ISO consulting
Ibec’s Environmental, Health and Safety (EHS) Legislation Hub is an online subscription service that helps you stay on top of the details and implications of Irish and EU EHS legislation. The annual subscription provides 12 monthly email updates and allows subscribers to create company specific legislation registers.
AI in recruitment Addressing the AI Applicant
Integration of AI in the recruitment process has fundamentally altered how candidates apply for roles. Employers are faced with a complex new reality; inflation in application numbers, flawlessly generated CVs and cover letters, and even candidates advancing in online interviews with the help of live AI tools to guide their answers.
AI in recruitment Addressing the AI Applicant
Integration of AI in the recruitment process has fundamentally altered how candidates apply for roles. Employers are faced with a complex new reality; inflation in application numbers, flawlessly generated CVs and cover letters, and even candidates advancing in online interviews with the help of live AI tools to guide their answers.
About the Guide
The essential employment law guide for HR professionals The Ibec HR Management Guide is Ireland's leading source of online employment law information and tools. Designed to help HR professionals and managers deal with the day-to-day management of their employees, it includes over 1,000 pages covering every aspect of employment law
Drafting a company shift work policy
The value of having a written shift policy is to cover the most common eventualities that arise, to allow for some flexibilities where operationally necessary, to reserve the right to change and to provide clarity on benefit entitlements. Where this area of the business will grow, a written policy will ensure that staff, managers and others can check company policy easily and make decisions (e.g. pay roll entitlements).
‘Boreout’ and employee motivation
Motivating employees through times of stress is difficult. What about through times of boredom?
WRC upholds dismissal of man fired for sexual assault of colleague at work Christmas Party
The ruing provides a timely reminder that if an allegation is made following a work-related social event, such complaints must be handled as they would if the incident occurred during working hours. Remember also that this year's virtual Christmas parties can add an extra layer of risk around online bullying and sexual harassment.